Human Resource Business Partner

POSITION SPECIFIC DUTIES & RESPONSIBILITIES:

Employee Relations

• Manage, advise on, and resolve complex employee relations issues, including conflict resolution, misconduct investigations, performance concerns, progressive discipline, and terminations.
• Conduct thorough, objective, and timely investigations and provide clear recommendations aligned with organizational policy and legal requirements.
• Clarify, interpret, and consistently apply People/HR policies, procedures, and standard operating practices.
• Serve as a resource for managers and employees during sensitive situations, including workplace conflict, accommodations, and emergency-related employee matters.
• Provide HR guidance related to organizational restructures, staffing changes, and workforce planning efforts.

Portfolio Coaching & Leadership Support

• Partner closely with leaders to strengthen management capability and support sound, compliant people decisions.
• Provide day-to-day guidance on performance management, including coaching, consulting, career development, corrective action, and employee engagement strategies.
• Work with leaders to improve work relationships, morale, productivity, and employee retention within assigned business units.
• Conduct regular meetings with program leaders to discuss people priorities, emerging risks, and organizational health.

Strategic Problem Solving & Data Analysis

• Analyze employee relations trends, engagement indicators, and workforce metrics to identify root causes and recommend proactive solutions, programs, or policy enhancements.
• Use data-driven insights to inform leadership on current trends, emerging risks, and future people-related opportunities or challenges.
• Build strong cross-functional partnerships to assess the people impact of new initiatives, operational changes, or organizational priorities.

Policy Development & Compliance

• Provide recommendations for the development, refinement, and implementation of HR policies aligned with industry best practices and organizational values.
• Ensure leaders and employees understand and consistently apply policies and procedures.
• Maintain in-depth knowledge of employment laws and regulations related to day-to-day people management, reducing organizational risk and supporting compliance.
• Partner with internal stakeholders, including legal and HR colleagues, as needed to address complex compliance matters.

Collaboration, Culture & Continuous Learning

• Actively contribute to the HR/People team through collaboration, knowledge sharing, and participation in team and department meetings.
• Embrace and support diversity, equity, inclusion, and belonging efforts that strengthen organizational culture.
• Engage in ongoing professional development and seek feedback to enhance effectiveness and impact as a strategic HR partner.

QUALIFICATIONS

Education:

• Bachelor’s degree in Human Resources, Business or related field required.
• Master's degree or MBA preferred.

EXPERIENCE:

• Minimum of 4 years of experience handling complex employee relations matters

PERFORMANCE COMPETENCIES:

• Communication
• Decision Making
• Engagement
• Initiative and Accountability
• Interpersonal
• Learning
• Organizational Alignment
• Quality of Work

KNOWLEDGE/SKILLS/ABILITIES:

• Consultative, coaching, and influencing capabilities with the ability to partner effectively with leaders at all levels
• Clear and effective verbal and written communication skills
• Demonstrated discretion, sound judgment, and professionalism in handling sensitive matters
• Analytical, problem‑solving, conflict resolution, and decision‑making capabilities
• Ability to interpret and apply employment laws, policies, and organizational procedures
• Demonstrated success managing complex employee relations issues
• Effective interpersonal and relationship‑building skills across diverse stakeholder groups
• General benefits knowledge, including the ability to explain programs at a high level, collaborate with benefits specialists or vendors, and support employees and leaders with benefits‑related questions, escalations, and life‑event considerations
• Broad HR generalist knowledge across core functions such as onboarding, employee lifecycle management, performance processes, leaves of absence, and HR compliance to support day‑to‑day people operations

CERTIFICATIONS/LICENSES:

• SHRM-CP, SHRM-SCP or PHR, SPHR certification preferred

OTHER INFORMATION

SAFETY SENSITIVE JOB CLASSIFICATION:

This job is classified as a “safety-sensitive” position as defined by the Oklahoma Medical Marijuana and Patient Protection Act. Due to the “safety-sensitive” classification, an employee in this position would be subject to drug and alcohol testing, including random testing. Marijuana is one of the substances included in the drug panel screening. Possession of a medical marijuana license will not excuse you from the testing process or the consequences of testing positive for marijuana per the Family & Children’s Services Drug Free Workplace Policy, including possible revocation of a job offer or dismissal from employment.